Rotimatic HandBook

EMPLOYEE

HANDBOOK

WHO ARE WE

OUR PHILOSOPHY

We are a new-age kitchen robotics company building delightful intelligent solutions to enable people lead healthier lives. We break boundaries. We are connecting consumer robotics with IoT to simplify healthy eating.

Founded by Pranoti Nagarkar and Rishi Israni in 2008, we at Zimplistic believe technology needs to be used to the best of its ability to make healthy food accessible to all. It is this belief that led us to our invention - world’s first IoT & AI enabled flatbread making kitchen robot, Rotimatic - that measures, kneads, rolls, cooks and puffs flatbreads in 90 seconds.

We are on the journey to positively transform the daily life of individuals through the careful balance of technology, tradition and the human touch.

We intend to make kitchens autonomous through innovative solutions that cater to the 21st century lifestyle, where families can cook collectively.

OUR COMPANY

Consumerism has led to a paradigm shift in eating habits. People are more reliant on super markets and frozen food because it is convenient and easy. Busy lifestyle has led to the thriving of ‘instant food’ that is loaded with preservatives and additives.

With seamless integration of consumer robot ics and IoT, we are working to bring about a day when families can eat healthy homemade meals just with the touch of a button.

Our vision as an organisation is to empower and enable consumers to eat healthier through technology, without compromise at the touch of button.

Our mission is to pioneer and satisfy customers’ quest for fresh home-cooked healthy eating with constantly innovative and extraordinary experi ences.

THE OPPORTUNITY

Flatbreads are consumed by 1.5 Billion* people in the world and are currently made manually.

For centuries, Flatbreads have been a staple part of the diet across not only the Indian subcontinent but also in countries as Mexico, USA, Middle East and more. About 3 billion rotis are consumed by 1 bil lion* people daily with most of them made by hand on a real time basis as the tradition is to eat them fresh and homemade.

Rotimatic is the world’s first fully automatic flatbread making robot, that is able to mix, knead, flatten and cook fresh hot puffed flatbreads in 90 seconds each, with a single touch.

*source: Global Consultancy Deloitte, https://www.sciencedirect.com/topics/food-science/flat-breads

THE STORY OF AN INVENTION

The Indian dinner table, as rich as it is, always tends to miss its key ingredient – the mother. She is usually tucked away in the kitchen baking rotis on a flaming hot pan. She could make them well before dinner is served and enjoy this quality time with her loved ones but she wants ensure that every loaf is puffed and fresh when it is served. This has been so for centuries and even in today’s technologi cally advanced world with women holding demanding jobs – women have to come home to the tedium of roti making.

As technologists passionate about problem solving, Pranoti and Rishi saw this as a great opportunity to bring a purpose led innovation to life. Apart from the market need, the purpose of building something which will im prove the lives of people drove the couple to start on the project in early 2008.

In a bold move soon after, Pranoti quit her job to focus on her invention while Rishi, joined her after his startup ten Cube was acquired by McAfee. The initial challenge was to prove that it was possible to invent such a product. A year after working out of a small incubator office on NUS cam pus with minimum resources, they had designed and built the first prototype which could make rotis with a click. The prototype helped Zimplistic win Start-Up @ Singapore competition, providing the much needed credibility with investors as well asan initial budget to start building a team.

The following years remained as challenging as the first with constant R&D and financial demands an innovation this complex brings with it.

To deliver a dream like solution, a great amount of tech nology had to be designed from scratch. To support the company needs, they lived on minimum salaries, but made sure the dream stayed alive pouring every single penny into the company.

Vaccum Cleaner Washing Machine Colour television Oral Contraceptive Cell Phone

OUR JOURNEY

Zimplistic achieved its first success when it won the 2009 Start-Up@Singapore business plan competi tion, which led to a 2010 angel investment and eventually to a global company selling in 20 countries. In 2016, after six years of research and development, 11 iterations and 37 patents, Zimplistic launched its flagship product, the Rotimatic.

Zimplistic’s flagship product, Rotimatic is the world’s first and only fully automated, IoT and AI enabled kitchen robot that measures, kneads, rolls, cooks and puffs perfectly round flatbreads, every single time.

It takes away the hassle of making flatbreads with hands and allows users to get creative without compromising on health.

EVOLUTION OF ROTIMATIC

Rotimatic has already touched lives of 50,000 families around the world and has been instru mental in reversing unhealthy eating habits, one roti at a time. With USD 45 Million in revenue in just the two year of sales, Rotimatic is trans forming home kitchens and revolutionizing the kitchen robotics segment.

THE TECHNOLOGY LEAP

THE POWER BEHIND THE ROBOT

From dry flour to freshly puffed flatbread in a minute. This is possible with a 32-bit microprocessor that harmoniously orchestrates 10 motors, 15 sensors and 300 parts in parallel. The 10 motors work together based on the data from 15 different sensors, which measure things like temperature, position and the most complex and important metric, that is, consistency. It manages all processes seamlessly to save every second possible.

10 ACTIVE MOTORS 15 SMART SENSORS 300 PARTS

NEVER STOPS LEARNING. SMARTER WITH EVERY USE

Powered with Artificial Intelligence and IoT capa bilities, Rotimatic keeps getting better with data from every flatbread made. Once connected to WiFi, it upgrades itself with the latest software updates and provides remote troubleshooting capabilities. Rotimatic gets smarter over time and empowers you to do more and get creative.

Rotimatic mirrors human judgment to adjust the proportion of flour and water real-time, so that every dough ball is consistently kneaded, evenly thin and round. This means every roti is toasted to a delightful golden brown on the outside, while being soft and fluffy on the inside.

THE ROBOT WITH A HUMAN TOUCH

WHEN BEING CALCULATIVE IS A GOOD THING

Every ingredient amount is precisely calculated and dispensed; thanks to the world’s first fine particle dispenser in a kitchen appliance - an invention inspired by state-of-the-art medical devices.

The result – perfect dough and perfect roti every single time.

PERFECTION COMES FROM WITHIN

Custom Designed Heat Flow means every roti is cooked from the inside so that they are beautiful ly puffed. This is achieved by toasting plates that almost touch the surface of the rotis and turn moisture into steam.

AN EVOLVING PLATFORM

Rotimatic is designed as a platform to make any type of flatbread. It connects to the internet and upgrades with features that add more variety to your table and parties.

FLAT OUT, THE BEST ROTI YOU CAN FIND

Perfectly flat and round rotis are possible now; thanks to the world’s first Flat Pressing Mecha nism – a process that applies uniform force throughout the roti, while being precise enough to achieve thickness control down to 0.2mm.

AN EXPERIENCE, THIS SEAMLESS

EASIEST FLATBREAD MAKING EXPERIENCE.

About 3 million flatbreads are consumed by 1 billion people daily with most of them made freshly by hand. The user expe rience of Rotimatic ensures all steps involved in roti making are a breeze. The before, the during and the after.

LOAD ONCE, EAT WHENEVER.

The input containers for flour and water hold up to 20 rotis worth of ingredients. Mixing happens for one roti at a time, with rest of the ingredients un mixed on stand-by for use in the following meals.

IT IS LITERALLY A TOUCH.

Rotimatic comes with a touch sensitive surface which makes input seamless and enables quick wipe clean for that shiny look. Touch to power on , select how many rotis you feel like having and it makes them one a minute.

COOKING SPEED.

Rotimatic’s unique cooking pro cess kneads the dough for one roti at a time while delivering an impressive roti cooking effec tive speed of 1 a minute. This has been achieved after years of R&D to optimize speed internal processes and corresponding sequences, size and usability.

SIMPLE TO CLEAN.

Specially designed cooking pro cess to keep cleaning limited to few easily washable parts. The side curved design enables easy access to these parts.

VERSATILE.

Rotimatic has been designed to suit the individual’s preferences beyond just the type of roti. It works well with all brands of whole wheat flour. This allows families to feed their loved ones their choice of flour for maxi mum health benefits.

This is the release roadmap of features. For illustration purpose only — does not represent the order of release.

MEET THE LEADERSHIP

COMPANY MANAGEMENT AND LEADERSHIP

Pranoti Nagarkar Co-CEO & Founder

Pranoti Nagarkar is the Founder and co-Chief Executive Officer at Zimplistic Inventions. In 2008, Pranoti quit her job and started work ing on the first Rotimatic prototype, investing all her personal savings and time to make her dream a reality. Eight years, eleven iterations, and thirty-seven patents later, Pranoti in vented the first ever fully automated kitchen robot -Rotimatic. After successfully launching in 20 countries, Pranoti now spearheads the scaling of Zimplistic. She is also involved in the technology, design and innovation which is continuously evolving.

Rishi Israni CEO & Co-Founder

Rishi Israni is the Co-founder and CEO of Zimplistic Inventions. He is an award winning deep-tech serial innovator and one of the most successful young entrepreneurs in the startup community in Asia. Rishi has been instrumental in adding the AI and IoT capa bilities to Rotimatic. He wrote the first version of Rotimatic’s software and has authored six patents. Zimplistic is now selling in 20 coun tries and now has a team of over a hundred employees. Connecting the dots between technology, health, wellness and innovation, he is constantly looking to add value to his creations through new technology.

BOARD OF DIRECTORS

Bharat Mandloi Director

Bharat Mandloi, a Mechani cal engineer with master’s in International business began the career in international commodity trading and later as entrepreneur switching to building business from scratch in the field of pro cessing of specialty metals with a successful exit. He has 35 years of commodities, international Business and investments experience. He has lived and worked in more than dozen countries within Asia, Europe and north America developing global business experience and network.

Apart from managing spe cialty metals processing operations in Singapore, he actively manages a diversi fied portfolio In tech startup companies.

Tan Chow Boon is a Managing Partner of Credence Partners Pte. Ltd., a private equity fund manag er providing growth stage capital and expertise to SMEs within the Manufacturing, Information Com munication Technology, Services, Logistics and Consumer sectors. Credence was founded by the Partners – Koh Boon Hwee, Tan Chow Boon and Seow Kiat Wang in 2006. Chow Boon began his career in 1984 at Hewlett-Packard and in 1991, co-founded an EMS company with the Partners, which was subsequently listed as Omni Industries in 1997. The group grew to a revenue size of ~US$1 billion before being acquired by Celestica Inc in 2001. He obtained his Bachelor’s Degree in Mechani cal Engineering from the National University of Singapore and his Executive MBA from the Golden Gate University, California.

Deepak Gurnani Director

Deepak G Gurnani is a seasoned entrepreneur with 38 successful years of experience in various industries ranging from life style to technology. Over the decades, Deepak Gurnani has mentored many businesses, Zimplistic being one of the en terprises he is most passionate about. Apart from being a fulltime investor, the 52-year old Singaporean is also a dedicated selfless community worker hav ing headed many prestigious organisations in over 2-decades of community work. He firmly believes in work-life balance. He feels ‘Rotimatic’ is just the solu tion to achieve this by saving time and manual effort.

Chow Boon Tan Director

BOARD OF DIRECTORS

Hian Goh Director

Hian Goh is a Founding Part ner of NSI Ventures, a Series A venture capital fund focused on Technology and Internet companies in South East Asia. Prior to NSI Ventures, Hian was the Founder of the Asian Food Channel (AFC), a 24 Hour food and lifestyle Pay TV network, which was acquired by Scripps Networks in 2013. Hian began his career as an investment banker and was a founding member of the Salomon Smith Barney Technology investment banking practice in Asia, (now part of Citigroup) in 1999. Hian graduated with a degree in Jurisprudence (Law) from Trin ity College, Oxford, and an MBA from INSEAD. He is also a Re serve Officer with the Singapore Navy and is a Board Member of the Singapore Science Centre.

Jan Westerhues Director

Jan Westerhues is Invest ment Partner and author ized signatory with Robert Bosch Venture Capital GmbH (RBVC) in Frankfurt, Germany. Jan takes spe cial interest in technology and investments in the area of service robotics. Prior to this position Jan was responsible for Bosch Corporate Strategy in the Asia Pacific region, based in Shanghai, China. He gathered extensive experi ence in strategy consulting before joining the Bosch Group. Jan holds a de gree in engineering and business administration (Dipl.-Wirtsch.-Ing.) from the Technical University of Darmstadt, Germany and is a CFA charter holder.

AWARDS & ACCOLADES

AWARDS AND ACCOLADES

2009 Start-up @ Singapore Grand Champions

2010 UC Berkeley Intel Global Challenge, 2nd Runner up

2015 Rishi & Pranoti were both nominated as Asia’s Best Young Entrepreneurs by Bloomberg Busi ness-week magazine

2015 SiTF Gold Award – Best Innovative Infocomm Product (Consumers)

2015 CES Best Kitchen Gadget Award

2016 Special recognition by Singapore’s honourable PM Lee in the National Day Rally Speech

2017 Design Excellence Award by Singapore Business Review

2018 Designed in Singapore Award for Appliances by Singapore Business Review

WORKING AT Z

VALUES

BE YOUR BEST SELF

You know it in your heart what that means. Be your best at the intention, awareness and then the ac tion. Sharpen your tools to keep yourself updated. Focus on bringing the best out for the right intent right action.

DO IT NOW

Don’t leave to tomorrow, what can be done now. Live life in the present and take the approach to now.

DO WOW WORTHY

Your time and effort is worth only the wow! If you bring your best, and don’t stop till you are wowed, then you have maxed your fulfillment out.

THINK SOLUTIONS

This is an attitude, it’s a choice whether to dwell on problems or to focus on getting to solutions. Study the problem well but when it comes to attitude, in any sphere, it’s about solving.

OUR HOME OFFICE

The Zimplistic office proves that science, art and modernity can actually co-exist under one roof! We have been complimented to be the coolest hardware startup in Singapore, and you know why, just as you walk into the cheerful, fun space. It’s designed to inspire and energise the weariest of souls with an amply bright workspace, inspirational art around every corner, a foosball table, table-tennis set up, multiple breakout meeting rooms, and even our own Pantry. Every design detail sorted and each furniture and fixture has been thoughtfully hand picked by our Co- CEO herself to impart a personal touch.

Our own pantry - the pantry is a melting pot of cuisines where we dish out yummy Roti snacks twice a day from innovative roti recipes to soups to curries to even an asam risotto !! ...….We truly live and breathe innovation even when we cook…

THE FESTIVITIES AND FUN ENVIRONMENT

THANK GOD IT’S FRIDAY! FESTIVITIES

Friday afternoon is the time when everyone is “summoned” to the cafe, put aside work, come together and enjoy a game of foosball, watch some fun youtube videos, catch up and enjoy lovely snacks prepared by our chef. What a lovely end to a week of hard work, don’t you think?

TALENT POWERHOUSE

Zimplistic is not only about its product, writing codes and running business, but also a house of talents! We have an utterly strict code of conduct where inventiveness, artistry, laughter and fun are mandatory at all times. It’s com mon practice for the engineers to roll up their sleeves and rock the kitchen when the chef is on leave, or for the rhythmically inclined to sing, play guitar and even write our very own Rotimatic song! Be it the budding dough sculptors (we have a lot of flour at hand!) or a voice artist, the office keeps brimming with creativity par excellence, always!

We work hard and we have a lot of fun too! Cel ebrating our wins, big and small, is an integral part of our life at Zimplistic. It could be a simple dinner cooked by our VP of Engineering to reward the team for staying till late to fix a critical bug. It could be a sumptuous buffet to mark a big milestone achieved after months long of hardwork. And of course, we do not miss any special occasion. Being a dynamic and diverse team, we partake in all festivities from CNY, Hari Raya, Deepavali to Christmas, Zimplistic anniversary, Birthdays and many other occasions. When you see some new interesting goodies lining up at the pantry, you know it’s a special day to celebrate with the whole team.

OUR LISTENING POST

TOWNHALL

We release a bi-monthly newsletter “Pulse” which shared all the interesting news and top stories about Zimplistic. Its our own listening post where we feature the best of the things that has hap pened over the past 2 months including the R&D scievements, marketing victories, some inspira tional stuff that our team-mates are doing includ ing a bonus recipe from our very own in-house chef!

Townhall is a highly anticipated event held every quarter at Zimplistic. It could be a simple meal cooked in-house or a sumptuous buffet to mark a big milestone achieved after months long of hard work. Townhall is also the perfect opportunity for the team to connect with each other, and stay in touch with our customers through snippets of customer insights. Best part of townhall are the little surprises, such as a live band performance , singalong session, or a dragon dance shaking off the whole office, or some lovely birthday cakes and special food to unwind. We also like to start our townhalls with a pushup competition! So pull up your sleeves and be ready!

TERMS OF ENGAGEMENT

The employment contract is the sole binding document between an individual employee and the em ployer. This contract is however read along with the code of conduct and the terms of engagement men tioned below:

Along with your employment contract, this section provides everything you need to know about the terms and conditions of your employment.

JOB DUTIES AND TITLES

Your job title is stated in your contract.

You will also have a job description. This sets out your duties and your manager will make you aware of any other duties that are relevant to your job.

Unless otherwise agreed, during the employment, the Company may alter your reporting line and/or change your work location from time to time to meet its needs or direct you to undertake duties for one of its subsidiaries. In order to assist you in your career development and/or meet the needs of the busi ness, the company may transfer you to a new position, or alter the duties and responsibilities of your position from time to time.

The Company will have regard to your skills, experience, wishes and personal circumstances and any change will be effected with reasonable notice.

EMPLOYMENT REQUIREMENTS

Visa

All offers of employment are subjected to having the legal work authorisation. If the employee is not a citizen of Singapore or a permanent resident of Singapore, then such an employee is required to have a valid work pass to work in Singapore.

No foreign national in Singapore is allowed to work in Singapore without an official work pass issued by Controller of Work Passes. The Company will apply the work pass on behalf of the employee. It would take about 3 weeks to process the work pass application and the employee must obtain more information about this process from the HR Department.

COMMENCEMENT OF EMPLOYMENT

Within the first week of your employment, unless otherwise stated, you are required to submit the following documentation:

Employee Details Form

FIN/NRIC details

Passport details

Copy of Bank Account Details

alary Pay Slip/Employment Certificate from last Company Resume Education Certificates

Pre-Employment Medical Check up Report (if applicable) Other documents as required by the Company

The Company shall execute an Employment Contract with every new employee on or before the Com mencement Date. All offers of employment are dependent on the verification of the employee’s right to work. On the employee’s first day of work he will be asked to provide original documents to verify his right to work.

If the required documents described above are unavailable, the employee should submit a written (and duly signed) notice to HR Department stating the reason for not submitting the document and an ap proximate time line within which such document would be made available to the Company.

Please note that non-submission or misrepresentation of the required documents may result in delay of salary payment or even termination of employment with immediate effect.

EMPLOYEE RECORDS

Employee are requested to give a written notification to the Company to report the following changes within one week from the date of occurrence of such change. Evidence of such change shall also be at tached to the notice:

Change of name

Change of address and/or telephone number

Change of educational or professional qualifications

Change of bank account details

Change of marital status

Change in the number of immediate family members and its details

Change in the emergency contact information OR any other miscellaneous information of such degree of importance

Where relevant, the update may be done via the HRMS system.

EMPLOYEE CLASSIFICATION

Any and all employment with the Company shall be by mandate of an official appointment or an em ployment contract. Normally, the Company’s employees may be classified into categories as stated below:

Probationary - an employee hired for a regular position is placed under probation for a period of four and a half (4.5) months. It is hereby clarified that in cases where the leave and notice period terms dur ing the probationary period described in the employment contract are different with the terms of this Handbook, the terms of the employment contract shall prevail. The purpose of the probation period is to determine (i) the employee’s suitability for the job and (ii) whether the employee satisfies the company’s performance standards for the said position.

The probationary period is extendable up to a maximum of another three (3) months. In such a case, the Company shall undertake to inform the employee in writing prior to the expiration of the initial probationary period.

If the Company is satisfied with the employee’s work performance during the probationary period, the Company will issue a Confirmation Letter in writing confirming his appointment at the end of such period. It is hereby clarified that an employee resigning on or immediately after receiving the confir mation letter shall be treated as a regular employee and shall be subject to regular terms of notice period.

Regular (Confirmed) Employee - an employee who has completed successfully the probationary pe riod gains a confirmed employee status and also becomes eligible to benefits and privileges accorded to regular employees. It is hereby clarified that the probationary period shall be taken into account in calculating the employee’s length of service with the company and to determine benefit.

WORK WEEK AND WORKING HOURS

The normal working hours of the Company are as follows (and may vary from time to time depending on the Company’s operational or business needs)

Monday to Thursday 9:30 AM to 7 PM and Fridays 9:30 AM to 6 PM. with normally a one (1) hour’s lunch break at any time between from 12.00 pm to 2.00 pm.

Unless otherwise designated by the Company, Saturday and Sunday shall be rest days.

SALARY

Salary Payment

An employee’s basic monthly salary shall be the amount stated in the contract and as revised pursuant to any letters or notices issued by the Company from time to time.

The basic monthly salary will be paid by an Interbank GIRO into the designated bank account of the em ployee in arrears on the last working day of each calendar month.

The payroll period for all employees will be from the 1st to the end of the every month and the salary will be paid on the last day of the month. For employees who join after the 15th of every month, their salary for that month will be paid along with the following month’s salary.

Basic Salary Increment

The Company may, in its sole and absolute discretion, conduct an annual review of the basic monthly salary of Regular Employees, which will be implemented with effect from the date stated in the salary revision letter.

Any positive or negative adjustments to the basic monthly salary will be at the sole and absolute dis cretion of the Company and will be determined on the basis of the Company’s business results as well as the employee’s performance during the year.

Compulsory contributions

Singaporean citizens and Permanent Residents of Singapore, as defined under the applicable laws, are entitled to CPF contributions in accordance with the applicable laws of Singapore. The Company is ob ligated and authorised under the laws of Singapore to make monthly deductions from the Employee’s salary and other payments. Such deductions may include contributions to be made by the employee to Self-help groups (SHGs) Funds and the Central Provident Fund in accordance with the provisions of the Central Provident Fund Act.

For foreigners working with a work pass the contributions to the SHGs is applicable where stated.

For more information please refer to the below link: https://www.cpf.gov.sg/Employers/EmployerGuides/employer-guides/hiring-employees/contributionsto-self-help-groups-(shgs)-and-share-donations

Overtime entitlement

In order to meet operational requirements, may be required to work overtime as directed by your manager. To check your eligibility for overtime pay, please refer to-https://www.mom.gov.sg/employ ment-practices/hours-of-work-overtime-and-rest-days

For Employee in managerial or executive position, the Company may grant time-off-in-lieu to an Employee who is required to work on a public holiday, comprising such number of hours as mutually agreed.

Overtime pay is calculated as follows: Hourly basic rate of pay x 1.5 x number of hours worked overtime

Tax

All the employees will be liable to pay all forms of personal taxes, fee and payments including income tax incurred by them as per the applicable laws of Singapore.

For the foreign employees and PRs who have resigned - From the date of resignation ,the Company may withhold from any amounts payable to the employee such taxes required by the Inland Revenue Authority of Singapore (IRAS) until a tax clearance directive is issued by IRAS.

MEDICAL INSURANCE+DENTAL INSURANCE BENEFIT

At Zimplistic we cover all our Employees under the group insurance plan for the medical and dental treatments.

We also extend the insurance to the direct dependants by assisting employees in paying the 50% medical insurance premium.

PUBLIC HOLIDAYS

In accordance with the provisions of the Employment Act, every employee shall be entitled to all ga zetted public holidays and the yearly public holiday dates could be found updated here: https://www.mom.gov.sg/employment-practices/public-holidays

LEAVE

Leave Eligibility:

Employees who have worked at least 4.5 months are entitled to paid annual leave.(for other leave types refer to the respective leave criteria)

Application for Leave

All leave applications must be done via the HRMS- Zoho people at least one (1) month prior to the 1st day of the leave period. Approval for any leave must be obtained before the employee goes on leave. In a situation whereby an employee wishes to apply for urgent leave, the leave application should be later recorded in the leave system and approved by the reporting manager.

In certain unavoidable circumstances,the Company has the sole discretion not to approve leave ap plications due to the operational needs of the Company.

Annual Leave Entitlement

All Permanent Employees are entitled to 14 days of paid annual leave for every twelve months with the leaves getting accrued every month over the calendar year.

Leave entitlement shall accrue during the Probation period. However, an employee is not eligible to use this leave before the completion of the Probation period. Upon an Employee’s confirmation, the Employee’s Probation period will be taken into account in determining his annual leave entitlement and pro-rated accordingly.

Employees will be allowed to take annual leave in units of half-day. Any leave approved as an extraor dinary situation during Probation shall be treated as unpaid leave except for National Service Leave. If an employee’s probation is extended beyond 4.5 months, he is eligible to take annual Leaves. Recognizing the employees tenure in the organization, the annual leave entitlements of employees will increase as per below based on the completed years of service.

Year of service in the Company

Less than 1 year

1 – 2 years

2 – 3 years 3 - 4 years 4 + years

Carry forward of Annual Leave

14 Days 15 Days 16 Days 17 Days 18 Days

Employee can carry forward upto a maximum of 50% of the entitlement days of Annual Leave to next year. Any unutilized Annual Leave in excess of 50% will be forfeited if not utilized within that year.The 50 % of the carry forward leaves need to be utilised by 30th June of the next year else it gets lapsed.The Com pany will not encash any unutilized Annual leaves, which have not been carried forward to next year.

Computation of Leave upon Resignation

If your leave was approved before the date of your resignation, you will need to seek special approval again for the same leave being granted earlier. In any case that your manager does not approve of this special request, your notice period will be extended by the number of days of that leave. If your supervisor approves of any leave applied and taken during the notice period, do note that there is a difference between offsetting your leave for the notice period and applying for leave to cover all or part of your notice period.

An employee can use his annual leave to offset the notice period for termination of contract.This is at the discretion of the company and needs agreement from employer and employee. If an employee uses his annual leave to offset his notice period and to bring forward his last day of work, he would only be paid till his last day of work and the annual leave used to offset his leave will not be paid. If an employee applies for annual leave to cover all or part of his notice period and approval has been granted by the employer, he will be paid his salary for the full notice period. In this case, he is considered as an employee of the com pany until the last day of his notice period. However the employee needs to be physically present in the office on his last working day to complete all exit formalities. If the employee is not present to complete his exit formalities on the last working day, it will be considered equivalent of offsetting leaves.

Off in Lieu

Off-in-lieu leaves must be cleared within three months from the date of approval of such Off- in-lieu leave, failing which such Off-in-lieu leaves shall expire. The Company will not encash any unconsumed Off-in-lieu leaves and such leaves are not entitlement but are subject to the sole discretion of the supervisor and the Company.

Unpaid Leave

Unpaid leave applications are actively discouraged.Applications for unpaid leave should be supported with strong reasons.The granting of unpaid leave or an urgent leave is subject to work exigencies and the Com pany’s approval. Employees should apply for unpaid leave only if they do not have Annual Leave balance.

MEDICAL/SICK LEAVE

Eligibility and entitlement:

Employees with less than 3 months of service are not entitled to sick leave and any such leave taken during the first 90 days of service shall be considered as unpaid leave. Refer to for a detailed policy: https://www.mom.gov.sg/employment-practices/leave/sick-leave/eligibili ty-and-entitlement.

Employees with more than 3 months of service but less or equal to 6 months shall be entitled to sick leave and paid hospitalisation leave on a pro-rated as follows:

Employees who have served the Company for more than 6 months shall be entitled to the following paid medical and hospitalization leave:

Absence from work arising from dental illness or treatment are considered normal sick/medical leave upon certification by a registered dental surgeon or Government dental officer.

In case, an employee is on hospitalisation for more than sixty (60) days, he may be allowed to use his accrued annual leave to extend the hospitalisation leave. Therefore, any hospitalisation/medical leave taken in excess of the annual eligibility will be treated as Annual Leave and unpaid leaves will apply if both Medical and Annual leaves are exhausted. If an employee falls sick on his annual leave, it will be treated as annual leave and not sick leave.

To be entitled to paid medical leave/hospitalisation leave, the relevant employee shall: Inform the immediate superior and/or the HR Department of his absence as soon as possible, provide the reasons for absence and give an indication of when he will be returning to work; and Present a medical certificate from a registered medical practitioner or medical officer. The medical certificate must be valid for the entire duration of absence.This should be uploaded in the e-leave system while applying for the medical/hospitalisation leave.

MARRIAGE LEAVE

A Regular Employee will be entitled up to three (3) days of paid marriage leave for employee’s first legal marriage. An application for such leave shall be made along with the supporting documentation (for example, the marriage certificate). The marriage leave shall have to be taken within 1 month from the date of solemnization of the marriage or at the time of traditional marriage ceremony.

MATERNITY LEAVE (FOR FEMALE EMPLOYEES)

Eligibility and entitlement

All the Female employees who are are singaporeans/ PRs/foreigners/ are eligible for 16 weeks paid mater nity leave. Details of such maternity benefits are available upon request.

All other Female employees shall be granted maternity leave of sixteen (16) weeks on the birth of their 1st, 2nd and 3rd child provided that (ii) the child’s parents are lawfully married. iii)you have served your employer for a continuous period of at least 3 months before the birth of your child.

Employees must give their manager at least 3 months notice before their intended maternity leave start date, and inform them as soon as possible of the delivery. Employees are not allowed to use the Maternity Leave to offset the notice period for termination of em ployment.

Maternity leave applications need to be submitted submitted through HRMS. Please reach out to the HR Team incase of any issues with submission of leave through the system. The Employee must also produce a copy of the birth certificate of her child and any other documents as required by the Company as soon as possible upon returning to work after the expiry of her maternity leave. Singaporean Employees may refer to the link for the MOM regulations pertaining to the maternity leave-https://www.mom.gov.sg/em ployment-practices/leave/maternity-leave/eligibility-and-entitlement

CHILDCARE LEAVE

An employee will be entitled to paid childcare leave in accordance with the provisions of the Employ ment Act, as may be relevant. Details of such childcare benefits are available upon request. All the employees with children below 7 yrs of age are entitled to 6 days of child-care leave. Childcare leave entitlement is based on calendar year and as to the employee’s entitlement. Such leave form must be supported by the birth certificate of the child. Any childcare leave which is not taken within the year of accrual shall be forfeited.

EXTENDED CHILDCARE LEAVE (FOR

SINGAPOREANS ONLY)

Employees are eligible for 2 days of extended child care leave every year if:

1. The youngest child is aged 7–12 years (inclusive); 2. The child is a Singapore Citizen; AND

3. The parent has served the employer for a continuous period of at least 3 months;

PATERNITY LEAVE (FOR MALE EMPLOYEES)

Singaporean

(i)The child is a Singapore Citizen born on or after 1 January 2017; and (ii) The child’s parents are lawfully married. (iii) You have served your employer for a continuous period of at least 3 months before the birth of your child.

All other male employee shall be granted paternity leave of one (1) week on the birth of their 1st, 2nd and 3rd child provided that

(i) The child’s parents are lawfully married.

(ii) You have served your employer for a continuous period of at least 3 months before the birth of your child.

These leaves are to be taken within 16 weeks from the day of the birth of the child.

NATIONAL SERVICE (FOR MALE EMPLOYEES)

Employees who are required to undergo reservist training must inform and submit all supporting docu ments to the Human Resource Department.

Male employee who are fathers of citizen children shall be entitled to two (2) weeks of paid Paternity Leave for all births provided that:

COMPASSIONATE LEAVE

A Regular Employee shall be entitled to paid Compassionate Leave up to a maximum of 3 working days per year in the event of death of immediate family (spouse, parent or child) or death of grandpar ents, grandchildren, parents in law or siblings. Compassionate leave shall be taken continuously and shall coincide with the time of performance of customary rites.

SHARED PARENTAL LEAVE (FOR SINGAPOREANS ONLY)

Male employees can apply to share up to 4 weeks of his wife’s 16 weeks of Government-Paid Maternity Leave, subject to his wife’s agreement.

Employee are entitled to shared parental leave if they meet the following requirements:

a) The child is a Singapore citizen.

b) The child’s mother qualifies for Government-Paid Maternity Leave (GPML).

c) Employee is lawfully married to the child’s mother.

Shared parental leave is to be taken in a continuous block within 12 months of the birth of child or taken flexibly within 12 months of the birth of the child upon agreement by the manager and the em ployee.

Employees are not allowed to use the Shared Parental Leave to offset the notice period for termination of employment.

ADOPTION LEAVE

Adoption leave shall be granted to all the female employees/single parents who have served the company for a continuous period of at least 3 calendar months immediately preceding the point of her formal intent to adopt.

Employees will be entitled to 12 weeks of Adoption Leave who adopt a child below 12 months of age.

Employees are not allowed to use the Adoption Leave to offset the notice period for termination of employment.

ABSENCE FROM WORK

You must, wherever possible, speak to your direct manager a before being absent from work, notifying your absence and the reasons.

If you do not have prior agreement to your absence, you must inform your direct manager at your nor mal starting time, or as soon as you can, to explain why you are absent, if you are sick or injured. An Employee shall be deemed to be in breach of his/her employment contract with the Company if such Employee has been absent for more than two (2) consecutive working days without prior ap proval of the immediate supervisor and/or HR Department. In such circumstances, the Company may terminate the employment of the Employee or undertake disciplinary action as the Company may deem fit.

LONG TERM ILLNESS

Long term illness defines the leave and payment guidelines when an employee is certified unable to perform job duty beyond the hospitalization leave entitlement as a result of critical illness.

The employee is required to apply for the stipulated period of hospitalisation, outpatient medical leave certified by the medical authority and shall return to work upon advice by the medical authority.

It is the responsibility of the employee to submit all relevant documentation including the medical record, medical certification to the Human Resource Department.

There may be situations where an employer assesses an employee to be too ill for the job, and where excessive or repeated absence adversely impacts the company’s work. In such situations, the employer can terminate employment after giving due notice.

The Management reserves the right to make consideration on a case to case basis.

This policy shall be subjected to revision as and when the Company deems necessary to take into ac count the changing needs of the business.

REIMBURSEMENTS AND CLAIMS

Taxi receipts, Mileage,Expenses made for the company, either prototype expenses (like buying me chanical or electrical components) or for office supplies can be claimed.

Please preserve your receipts and hand it over to the finance department along with the claim form. Photo images of the receipts can also be submitted to claim your expense. Finance will process the claims as a claim process 15th of every month. All claims are also subject to clearance from the Finance Department.

Claim Submision

Submit the claim to the finance department by filling the claim submission form (Refer to the google link-https://drive.google.com/drive/search?q=claim%20form%20A)

The claim form has to be signed/approved by your manager. Attach the receipts while submitting the claims.

Taxi Claims

In order to attend official engagements, employees are permitted to utilize the most cost effective taxi services and are allowed to claim reimbursements of such taxi fares.

Further, in the event employees, who have worked for a full day, are required to stay back in office after 9.30 PM due to work engagements specified by their superiors such Employees are also entitled to claim taxi fares from office to home.

However, non-work related travelling expenses and are not claimable.

Millage claims

he company actively encourages its employees to utilize public taxis in case of official travel within Singapore. However, if an Employee utilizes his personal car for attending official engagements (as approved by his immediate supervisor), he can submit a claim mileage at the rate of 55c per km, ERP charges incurred during the official trip and a maximum reimbursement of upto SGD 5 towards park ing charges at the client/ business meeting location per day.

This is applicable on usage of personal vehicle for Business travel.All claims for travel on official duty will be based on the mileage clocked.

How to make the claim-

1. Fill-up the claim form for Submission

2. Mention the kilometers travelled for work purpose.

3. Attach a GPS map image indicating the start and the end points.

4. Attach parking and ERP claims.These must be supported by receipt.

Miscellaneous claims-

The Company may, at its sole and absolute discretion, reimburse the employee for any other reason able business expense. All such claims must be supported by receipts and must be approved by the respective department heads.

CESSATION OF EMPLOYMENT

Termination for cause

The Company can terminate the employment of an Employee without giving notice or salary in- lieu when an employee is found guilty of gross misconduct or when the employee’s conduct is inconsist ent with the fulfilment of the expressed or implied terms and conditions of employment. The circum stances leading to such termination (commonly known as dismissal) include, but not limited to the following:

I. At any time without prior notice to the Employee, in the event of the Employee committing any act of fraud, dishonesty or gross misconduct or upon the occurrence of any of the following events:

II. Bankruptcy (or other similar) proceedings are commenced against the Employee;

III. Gross neglect of, or wilful failure or refusal to perform in a timely manner, his/her material duties of employment pursuant to this Agreement or otherwise, or material breach of any of his/her other obli gations under this Agreement, which are not remedied upon written notice regarding such default;

IV. Material violation of the internal policies or procedures of the Company then in force and in respect of which the Employee has been notified in writing, or a violation of the ethics code of the Company and/or the Group, as amended or supplemented from time to time;

V. Material violation of any law, rule, regulation or by-law of any governmental authority, any securities exchange or association or other regulatory or self-regulatory body or agency to which the Employee is subject, excluding violations of minor traffic regulations such as parking tickets;

VI. Conviction of, or plea of guilty or nolo contendere to, a crime involving moral turpitude, dishonesty, fraud or unethical business conduct, or any felony of any nature whatsoever;

VII. Any actions constituting a material violation of law, material dishonesty, bad faith or wilful disre gard of material duties in connection with its services to the Company; or

VIII. Abuse of illegal drugs or other controlled substances, or habitual intoxication.

Termination during probation

Please refer to your employment contract

Termination with Notice

Please refer to your employment contract

Termination for Ill-Health

If the Employee, at any time, is prevented from ill-health or accident or any physical or mental disabil ity from performing his duties hereunder, he shall inform the Company and supply it with such details as it may be required and if he is unable by reason of ill-health or accident or disability,for a period of 60 consecutive days or more to perform his duties here under,the Company may forthwith terminate the employment agreement.

Redundancy

If your employment ends because of redundancy you will be entitled to notice periods,which apply at the time of the redundancy.

Salary-In-Lieu of Notice

The party who intends to terminate the contract must pay the other party a sum equal to the salary the Employee would have earned during the notice period. This must be shared with the other party in writing. The notice period to be given depends on what is agreed in the employment contract. Please note that the salary in lieu of notice is only applicable if it is agreed by the employer and is com plete discretion of the company.

Salary-in-lieu of notice does not attract CPF contribution. However if an Employee has fully served the required notice period, his salary for the notice period will be subjected to CPF. CPF contributions must be made by both the Employer and Employee for the salary earned if the Employee was working during the notice period, or considered as an Employee of the Company and hence prohibited to join another Company during the notice period. In exceptional circumstances, if deemed appropriate and as an alternative to working your notice, the Company reserves the right either to transfer you to other suitable duties during your notice period or to require you to accept payment in lieu of any entitlement to notice.

EXIT PROCESS

Exit Interview

The HR Department will conduct an Exit Interview with the exiting employee.

Exit Clearance

Before leaving the Company, employees will be required to complete a Exit clearance and sign termi nation agreement issued by the HR Department and have an obligation to return all items belonging to the Company. The replacement value of any items not returned or any outstanding amount due to the Company will be deducted from their final salary payment. Salary will be withheld from the date of resignation and will be paid on the last working day of the month after all required deductions are made and after the IRAS clearance is received.

Every exiting employee must complete all assigned tasks during the notice period and complete a handover of status, materials as well as passwords. As of the last day, the employee must have re turned all reports, files, memoranda, records, software, notebook, computer equipment, door, cabinet and file keys, computer access codes or disks, and instructional manuals and other physical or person al property that they received in connection with their employment. Further, the employees shall not retain any copies, duplicates, reproductions or excerpts of Company related information. The immediate superior of the exiting employee as well the department head must confirm that the handover is complete in order for the HR Department to process the final settlement of salary.

Terms of Employment Contract: The employee remains bound by the Confidentiality, Intellectual Prop erty, Data Privacy and termination clauses outlined in the employment contract.

Use of Company Name: Upon the expiration or termination employment for whatsoever cause, the employee shall not use or procure the use of the name of the Company in any way calculated to sug gest that he/she continues to be connected with the business of the Company or in any way hold him self out as having such connection.

ANTI-HARASSMENT POLICY

Zimplistic believes that no one should be exposed to behavior that is gratuitous or unwelcome, threat ens safety or personal integrity or creates an oppressive, intimidating working environment. Zimplistic takes such misconduct and workplace harassment (including but not limited to sexual harassment) very seriously and initiates appropriate measures & disciplinary actions, including termination of the harassing party. Some examples of workplace harassment include, but are not limited to, unwanted physical contact, bullying, intimidation and offensive jokes.

Individuals are encouraged to report incidents of workplace harassment to the HR department at the earliest. The HR department will investigate, and deal with all concerns, complaints and incidents of harassment in a fair and timely manner. Actions against harasser/ harassers found guilty of acts of harassment, shall be subject to corrective or disciplinary action, which may include termination from employment.

GRIEVANCE POLICY

Grievance definition

A grievance is defined as any complaint, problem or concern of an employee regarding their work place, job or coworker relationships.

The grievance procedure is intended as the tool by which an employee may formally have a grievance regarding any condition of their employment heard:

Employees can file grievances for any of the following reasons:

Workplace harassment

Health and safety

Supervisor behavior

Adverse changes in employment conditions

This list in not exhaustive. However, employees should try to resolve less important issues informally before they resort to a formal grievance.

Procedure

Employees are encouraged to talk to each other to resolve their problems. When this isn’t possible, employees should follow the below procedure:

1. The employee can submit the grievance/complaint to the direct manager and or the HR department. The Direct manager and or HR will try to resolve the problem as quickly as possilble.

2. If the grievance relates to a supervisor’s behavior that can bring disciplinary action (e.g. sexual har assment or violence), employees should refer directly to the HR department and/or the next level.

3. Any other escalated grievances will be resolved by the HR and the executive management as they deem fit.

DISCIPLINARY

If the employee contravenes any of the terms of your contract of employment or the code of conduct, regulations, compliance requirements etc which may apply to you, this will normally result in disci plinary action – including possible dismissal. After a disciplinary procedure has been exhausted, if it is decided that action short of dismissal is appropriate, we may decide to impose on you one or more disciplinary sanctions.

These may include:

Demotion; Transfer to another department or job; A period of suspension without pay; Loss of seniority;

Reduction in pay; Loss of future pay increment or bonus; and /or Loss of overtime. Termination.

If you are dissatisfied with a disciplinary decision relating to you, you can appeal against the decision of the Panel within a period of one week from the date of the Panel decision.

The Authority shall normally be the head of the department,who is responsible for the human resourc es function. The appeal must be in writing, stating the full grounds of appeal and must be submitted to the department head. It is hereby clarified that as far as possible the Company will ensure that the department head is not part of the preliminary hearings.

Criminal charges

Notwithstanding anything contained herein, where acts of misconduct also amount to a criminal act under the applicable laws or during the disciplinary hearing it comes to light that the employee has committed a criminal act then the Company may immediately contact the law enforcement authori ties to undertake appropriate legal action. In such situations there may be no requirement to conduct disciplinary proceeding and could lead to dismissal of the employee. Further, a criminal investiga tion, charge or conviction relating to conduct outside work may be treated as a disciplinary matter as deemed appropriate by the Company.

EMPLOYEE

Hiring the best people to work alongside with you is one of OUR key objectives and if these people are your friends/family/ex-colleagues/someone you admire...then nothing like it.

Every big goal requires hard work, collaboration and of course a GREAT TEAM!

We are looking for some great people, and you can help. If you know someone who you think would be a great addition to our organization and they meet the qualifications for an existing open position then go ahead and refer them.... We are giving away some green if you are willing to earn it.... :)

The experience level and referral bonus correlation is subject to the role the employee (referee) is hired for in the organization.The relevant experience column is for reference purposes only. Referral Bonus will be banked into the Employee’s bank account after the new joinee completes the probation period.

All Zimplistic employees are eligible for the referral bonus except HR and hiring manager or individu als who have a direct reporting relationship with the candidate.

THE EMPLOYEE CODE OF CONDUCT

As an organisation we have always held high the virtue of Integrity. Honesty. Transparency. At Zim plistic we stick by our 4 values mentioned at the initial sections of this handbook. This section lays out the rules and regulations and the code of conduct we have set to uphold our values and retain our customers’ trust. Most of it is common sense. Some of it you can find in more detail in our various sec tions of this handbook.

Security Mesures

The kind of work we do brings with it the need for the tightest possible security. This means the em ployees will be granted fingerprint access to our office premises.

All the employees are requested to undertake utmost care at workplace to ensure we protect the com pany data and privacy.

Information and Communication

The Company expects all its employees to abide by the following regulations in relation to protecting the Company’s electronic communications systems. The policy regulates the use of equipment includ ing but not limited to computer equipment, e-mail, the internet, telephones,voicemail, copiers, scan ners, closed-circuit television (CCTV), and electronic access cards.

Passwords must be used to secure access to data kept on such equipment to ensure that confidential data is protected. Ensure that passwords are not disclosed to any unauthorized persons.If given access to the e-mail system or to the internet, employees are responsible for the security of their terminals.For the avoidance of doubt, on the termination of employment (for any reason) employees must provide details of their passwords to the IT department and return any electronic equipment of the Company.

Employees should not delete, destroy or modify existing systems, programs, information or data, which could have the effect of harming the business or exposing it to risk.

Unauthorized use,downloading or installation of software on any Company computer or tampering with set-up or configurations of Company computer systems.

Use only licensed software and software that has been approved by the Company. In case of any clarifi cation, please check with the IT Department in this regard.

Outside Employment

No Employee shall be engaged, interested or concerned (whether directly or indirectly) as principal, agent, employee or otherwise in any other business or trade, save with the prior written consent of the Company.

Every Employee is required to advise the Company of any external directorships that the employee holds or which the employee proposes to take up. The Company may request the employee to resign from or do not accept an external directorship.

Relations with Clients & Customers

Employees shall exercise maximum tolerance when dealing with service providers, clients or guests. As such, employees are prohibited from quarrelling, fighting or arguing with clients/customers, and from using offensive language.

Employees are encouraged to receive feedback from clients with an open mind. In the event of a dif ficult situation, the employee should refer the matter to his/her supervisor. It is expected that employ ees should keep their relationship with clients.

Giving or Receiving Gifts

Employees are prohibited from accepting gifts or giving gifts to third parties, who have transacted or continue to transact in any way with the Company, except with the prior approval of the Company. This policy does not prohibit normal and appropriate hospitality (given and received) to or from third parties. It is not acceptable for any employee (or someone on the employee’s behalf) to:

Give, promise to give, or offer a payment, gift or hospitality with the expectation or hope that a busi ness advantage will be received, or to reward a business advantage already given;

Give, promise to give, or offer a payment, gift or hospitality to a government official, agent or rep resentative to “facilitate” or expedite a routine procedure;

Accept payment,gift or hospitality from a third party that the employee knows or suspect that the offer comes with the expectation that it will obtain a business advantage for them.

Diversity and Inclusion

The Company values the rich diversity, skills, abilities and creativity that people from differing back grounds and experiences bring. An inclusive working environment can lead to having everyone to real ise their full potentials and that is crucial for us in order to give high- quality service to our customers.

We do not tolerate any form of unlawful discrimination, irrespective of sex, race (including ethnic or national origin), disability, sexual orientation, pregnancy and maternity, age, religion or belief. Any such behaviour is likely to lead to disciplinary action and may result in your dismissal for gross misconduct.

If you believe you are the victim of any form of discrimination, harassment, victimisation or bullying, ask your line manager/ HR for help.

Whistleblowing

All organisations face the risk of things going wrong or of unknowingly harbouring malpractice. The Company has a duty to identify malpractice and take the appropriate measures to remedy the situa tion. At Zimplistic, we encourage a culture of openness within our organisation & we aim to prevent malpractices.

The Whistleblower policy will apply in cases where Employee genuinely and in good faith believes that one of the following sets of circumstances is occurring, has occurred or may occur within the Com pany:

Allegations of bribery or corruption, including any bribes/facilitation payments paid by, or received by Zimplistic or any of its directors, officers or employees; its affiliates or third party representatives

Breaches of legal and regulatory requirements, including the committal of a criminal offence, a mis carriage of justice or a failure to comply with a legal obligation

Fraud or deliberate error in preparing, evaluating, reviewing or auditing,maintaining any financial statement

The health and safety of an individual being endangered or the environment being damaged.

Any other breaches or actions which might hamper the Company in any way possible.

While it is not necessary that the Employee proves the malpractice or misconduct that he/she is alleg ing, but may simply raise a reasonable suspicion, please note that an Employee will not be protected from the consequences of making such a disclosure if, by doing so, he/she commits a criminal offence. Employees will only be entitled to protection if the disclosure is carried out in accordance with the policy in good faith.

Who the disclosure should be made to:

If you wish to raise or discuss any issues, which might fall into the above category, you should contact your line manager and or HR in the first instance who will treat the matter in confidence. The complaint should be made orally or in writing, describing the incident(s) as fully as possible. Where the concern involves your line manager then the concern should be raised with HR. All Com plaints will be viewed seriously and treated confidentially.

Data Protection & Privacy

Employees are to familiarize and abide by Zimplistic’s Privacy Policies (see attached Appendix 1 for Internal Privacy Policy and External Privacy Policy at [insert website address]) and Code of Conduct for Handling Third Party Personal Data (see Appendix 2) and any other relevant PDPA/data protection related documents. Zimplistic will run training for employees, at least once a year, on the data protec tion, especially in regard to the PDPA and its obligations, in order to ensure the security, confidentiality, truthfulness and integrity of the personal data and information of its clients. Every training session will be documented, including a list of the participants and the discussed topics.

All employees will also have to agree and sign Zimplistic’s Data Protection Agreement (see Appendix 3).

Health & safety

Your health, safety and welfare are of paramount importance to the Company. And we have a duty, as your employer, to identify health, safety and fire hazards in advance, and to control the risks. But we need your help to maintain safe working conditions.

You must take reasonable care for your own health and safety, and that of others, and co-operate with us in meeting the requirements of the relevant laws.

In accordance with health and safety legislation, Employee must:

Take reasonable care for the health and safety of himself/herself and other persons who may be af fected by Employee’s acts or omissions

Co-operate with the Company to enable it to ensure so far as is reasonably practicable the health, safety and welfare at work of all its employees and to comply with any other duties or requirements relating to health and safety; and

Not interfere with or misuse anything provided by the Company in the interests of health, safety or welfare.

For the safety of all employees, the following are prohibited on company premises: Carrying of firearms or other deadly weapons,Taking any type of prohibited drugs; Consumption of alcoholic beverage; and Gambling in any form.

Smoking, Alcohol & Drugs

We have a No-Smoking Policy within the company premises. Designated smoking areas are located outside the building and all employees are expected to adhere to the same.

The Company strictly prohibits the use, possession, distribution, sale, or consumption of unauthorised drugs or controlled substances and alcoholic beverages within the Company premises. Only during certain Company events that alcoholic beverages may be allowed. If an employee is intoxicated, he/ she will not be allowed to enter Company premises. Violation of this policy will result in disciplinary action.

Dress Code

At Zimplistic, we must dress in a way that the Company considers appropriate to the business situa tion. Account will be taken of religious and cultural norms. Styles that could offend normally accept ed standards will not be permitted. As we expect to be professional looking at all times while in the office area, all employees:

Will be expected to observe smart casual attire. This basically means dressing neatly, looking re laxed yet neat and pulled together. Are expected to maintain a professional standard of cleanliness and personal hygiene. Bear in mind that as an employee, you represent the Company.

Attendance and Punctuality

General attendance for the day is monitored through this biometric scanner. Employees are urged to log in through the biometric scanner, at the start of the day.

At Zimplistic we are fairly flexible on the working hours and believe that we are a responsible workforce. It is urged that we all follow the company working hours at all times. It is expected that all the employees will adhere to the working hours such that the work quality & timelines, meeting schedules and are not affected.

Attending Business outside Workplace

If an employee is required to attend to the Company’s business outside of the workplace during the working hours, he shall inform his superior of the destination, objective and period of time required to attend such official engagement.

Respect

The company believes that every employee, clients, business counterparts deserves to be treated with respect. We at Zimplistic believe in a healthy workplace with great environment. Foul language, Physical violence or any kind of behaviour that is gratuitous or unwelcome, threatens safety or personal integrity or creates an oppressive, intimidating working environment will not be tolerated.

The company takes such misconduct very seriously and initiates appropriate measures, including ter mination of the harassing party.

PDPA COMPLIANCE

Appendix 1 : Zimplistic Pte Ltd and Group of Companies (“Zimplistic”) Internal Privacy Policy

1. Collection and Use of Personal Data

1.1 This policy regulates the way in which Zimplistic obtains, uses, holds, transfers and otherwise pro cesses your personal data. It is also intended to ensure that personnel understand the rules on the protection of personal data and the individual’s rights in relation to their personal data processed by Zimplistic. In addition, the policy regulates the circumstances in which one Zimplistic entity processes personal data on behalf of another Zimplistic entity.

1.2 Zimplistic processes personal data about individuals such as its personnel (past and present), job applicants, client contacts and contacts/personal data provided by clients and business partners, sup plier contacts, website users, and shareholders. Zimplistic processes such personal data for a number of business purposes, including:

(a) Scheduling of work activities and projects undertaken by Zimplistic’s departments and teams;

(b) Recruitment, including evaluation of an individual for suitability of employment;

(c) Employee performance management and professional development;

(d) Payroll, claims reimbursements and accounting purposes;

(e) Management, administration and record keeping of leave applications;

(f) Application of work visas with Ministry of Manpower, if needed;

(g) Administration for business travel (i.e. booking of air tickets and hotels and travel visa applications, etc.);

(h) Assessing insurance coverage and provision of medical services;

(i) Knowledge management and training for staff;

(j) Government and other regulatory reporting;

(k) Business and market development;

(l) Publicity, internal and external marketing purposes;

(m) For security and access controls (including biometrics), safety surveillance and monitoring purposes;

(n) For internal reporting and/or accounting/audit purposes;

(o) Other purposes required by law or regulation;

1.3 Please note that if you do not consent to any of the above business purposes, it may affect Zimplis tic’s ability to continue an employer/employee relationship with you.

2. Zimplistic’s Duties

2.1 Zimplistic will process your personal data in accordance with the Personal Data Protection Act 2012 (the “PDPA”). In particular, Zimplistic will not process personal data unless one of the following condi tions is met:

(a) The individual concerned has consented to such processing;

(b) Zimplistic needs to carry out such processing (i) to perform, or take steps with view to enter into, a contract with the individual concerned, (ii) to comply with legal obligation of Zimplistic or (iii) to pro tect the vital interests of the individual concerned in a `life or death’ situation; or

(c) Zimplistic needs to carry out such processing to pursue Zimplistic’s legitimate interests, and those interests are not overridden because the processing prejudices the interests or fundamental rights and freedoms of the individual concerned.

2.2 When an individual gives Zimplistic his/her personal data, Zimplistic will observe compliance with the PDPA.

2.3 Zimplistic will make sure that information to individuals is also provided in all instances where ex isting personal data are going to be used in a new way, or for different purposes.

2.4 Zimplistic will not collect Personal Data unless: (a) you consent to such collection, or (b) Zimplistic needs to do so to meet its obligations or exercise its rights under employment law, or (c) in exceptional circumstances such as where the processing is necessary to protect the vital interests of the individual concerned, or (d) in circumstances permitted by the PDPA.

2.5 Zimplistic may in exceptional circumstances, rely on consent given on behalf of the individual, for example, by a company employee on behalf of a family member.

2.6 Zimplistic shall:

(a) not collect excessive personal data;

(b) the personal data collected are adequate and relevant for the intended purposes, accurate and up to date;

(c) process personal data only for the purposes specified in this policy or in information provided to the individual concerned; and

(d) one of the conditions in section 2.1 is met if it processes personal data for new or different purposes.

2.7 Zimplistic will maintain retention policies and procedures so that personal data is deleted after a reasonable time, given the purposes for which the personal data are held, except where, given those purposes, another law requires the data to be kept for a certain time. When Zimplistic no longer needs to keep personal data for the purposes for which they are held, it will destroy them as soon as practicable.

2.8 Zimplistic will maintain organizational, physical and technical security arrangements in relation to all of the personal data it holds.

2.9 Zimplistic will not transfer personal data to entities outside Zimplistic in other countries for further processing unless such entities agree to abide by a data privacy standard at least as high as this policy, or enter into a contractual arrangement. The only exceptions are where:

(a) the transfer is necessary to (i) protect the vital interests of the individual concerned in a `life or death’ situation, or (ii) enter into or perform a contract with (or for the benefit of) that individual; or (b) the individual has consented to the transfer.

2.10 Zimplistic has procedures to deal with any suspected breach of data security arrangements, unau thorized access or disclosure, or loss of personal data.

3. An Individual’s Rights

3.1

Right of Access and Correction

3.1.1 Your Right of Access and Correction shall be as set out in the PDPA.

4. Company Compliance with this Policy

4.1 Zimplistic will maintain internal arrangements to:

(a) Facilitate compliance with this policy;

(b) Allow effective exercise of individuals’ rights guaranteed in the policy; and

(c) Consider and respond to complaints from individuals that Zimplistic may not have complied with this policy.

All individuals may rely upon these procedures and/or exercise their rights provided for in the policy by contacting the Data Protection Officer (“the DPO). The email address of the DPO is desmond.chow@ p2dsolutions.com.sg.

4.2 This Policy may be routinely updated. Please check this page to ensure that you are familiar with the most updated version of the Policy.

Appendix 2: Zimplistic Pte Ltd and Group of Companies (“Zimplistic”)

Code of Conduct for Handling and Processing of Third Party Personal Data

1. Transparency of Personal Data Collection, Use and Disclosure

A. Duty to Inform

Individuals must be given easy access to information about the appropriate handling of their personal data, i.e. by publishing Zimplistic’s privacy policies on the Internet.

B. Content and Form of Information

Individuals shall be adequately informed about the following:

i. The contact details of Zimplistic’s Data Protection Officer (“DPO/DPOs”);

ii. The intended scope and purpose of the collection, processing and/or use of their personal data. This information should include which data are being recorded and/or processed/used, why and for what purpose and for how long;

iii. If personal data is transmitted to third parties, the recipients, extent and purpose(s) of such trans missions;

iv. The manner of data processing and/or use, especially if it is to be processed or used in another country;

Irrespective of the chosen medium, individuals should be given this information in a clear and easily understandable manner.

C. Availability of Information

The information shall be available to individuals when the personal data is first collected and, subse quently, whenever it is requested.

D. Consent

Unless the collection, processing or use of the data is required for purposes of initiating or fulfilling a contract or unless there is some other statutory authorization, the consent of the individual shall be obtained at the latest when data starts to be collected, processed or used.

In addition to the obligations to inform as set out above, the following shall be observed with regard to consent:

i. Consent: Consent must be given expressly, it must be voluntary and it must be on an informed basis that points out to the individual, in particular, the scope of what he/she is consenting to and also the consequences of non-consent. The wording of declarations of consent shall be sufficiently precise and shall inform individuals of their right to withdraw their consent at any time;

ii. Form Consent: Shall be obtained in a form appropriate to the circumstances (normally in writing or electronically). In exceptional cases it can be obtained verbally, if the fact of the consent and the spe cial circumstances that make verbal consent seem adequate are sufficiently documented.

2. Use for Specific Purpose(s)

Personal data shall not be used for purposes other than those for which the data was originally col lected. If a new purpose arises, fresh consent must be obtained.

a. Marketing Purposes

“Marketing Purposes” are defined as application of sections 14(2) (a) and 46(1) of the PDPA to situa tions where organisations wish to require an individual’s consent for: i. Sending marketing materials to the individual (whether by post, text, voice call, email or otherwise); or

ii. Using the individual’s personal data for any other marketing activities by the organisation (e.g. pub lishing customers’ personal data in publicity materials).

Individuals shall be informed that they may, at any time, object to their personal data being used for direct marketing purposes. Furthermore, they shall be made aware of the nature, content and period within which their data may be used for direct marketing purposes.

Zimplistic cannot refuse to provide an individual an item or service because the individual does not consent for the purposes of the PDPA, unless it is reasonable to require consent so as to provide the item, i.e. no bundling or up-selling.

Factors that may be considered in assessing whether it is reasonable to require consent would include:

i. The amount and type of personal data for which consent is required;

ii. The purpose of the collection, use or disclosure of the personal data for which consent is required;

iii. The nature of the item being provided, including whether there is any benefit tied to the item, i.e., whether the item is being provided without monetary payment to the organisation; and

iv. What a reasonable person would consider appropriate in the circumstances, including the personal data and purpose for which consent may be required in light of the nature of the item being provided.

b. Simple Rules For Marketers

i. Offer an easy way to Opt-Out – Must offer easy way for individuals to withdraw consent, or opt-out from receiving marketing communications;

ii. Verify consent against in-house and/or 3rd party records – Must have valid consent to send market ing communications to an individual. Must ensure that the individual has not previously withdrawn consent from receiving this type of marketing communications;

iii. Check the National DNC registries – If ‘clear and unambiguous consent’ is unavailable, marketers must check that the individual is NOT listed on the DNC registries;

Prospective Customers

Continue to market goods and services whose personal data was collected before 2 Jul 2014. No new consent needed if purposes remain the same.

Market to prospects who have given permission to receiving 3rd party offers, i.e. lucky draws and membership programs. To ensure proper consents for personal data to be shared obtained from list source.

All Customers

Insert printed marketing messages to existing customers if personal data was collected for this purpose before 2 Jul 2014. New consents needed if new personal data or new purposes added.

Send messages that do not involve promotion or sale of any goods/services, i.e. fund raising, volunteers. Still have to fulfil notice, purpose and consent obligations. Individuals can opt-out.

Send non-personally addressed communications, i.e. addressed to ‘The Resi dent’. No personal data used.

Send marketing communications to individuals on publicly available lists, i.e. Yellow Pages or telephone books.

Send B2B marketing communications.

3. Accuracy and Purpose Limitation

A. Accuracy

62 ZIMPLISTIC

B. Purpose Limitation

Offer

Opt-Out Verify Consent Check DNC Regist -ries

Personal data shall at all times be accurate, correct and, where necessary, kept up to date. In light of the purpose(s) for which the personal data is being collected, processed or used, appropriate measures shall be taken to ensure that any incorrect or incomplete information is erased or, if neces sary, corrected.

Personal data shall be appropriate, relevant and not excessive with regard to the use of the data for a specific purpose. Data shall only be processed within a certain application when it is necessary.

4. Transfer Limitation

A. Overview

Transfer of personal data to an overseas third party shall require a legal basis, i.e. to fulfill a contractual requirement towards the individual.

Personal data transferred to territories outside of Singapore has to be sufficiently protected and Zim plistic and its related business units can only transfer personal data overseas if they have taken ap propriate steps to ensure that the overseas recipient will comply with a standard of protection that is comparable to the PDPA.

B. Data Intermediaries

When Zimplistic engage the services of a contractor and/or subcontractor, then, in addition to a ser vice agreement comprising the work to be performed, the contract shall also refer to the obligations of the contractor and/or subcontractor as the party engaged as a data intermediary. These obligations will set out the instructions of Zimplistic concerning the type and manner of the processing of the personal data, the purpose of processing and the technical, organizational and retention measures required.

The data intermediary shall not use the personal data for its own or third-party processing purposes unless such processing is required to perform any contractual obligation with Zimplistic. Contractors and/or subcontractors shall be selected according to their ability to fulfill the above-stated require ments as per Checklist for Vendors and Service Providers.

5. Protection

A. Data Protection Officer(s)

A DPO’s task is to ensure that the individual departments are advised on the requirements of the PDPA and on Zimplistic’s privacy policies.

The DPO must be involved in the design of new products and services from the early stages to ensure that they are in harmony with the principles that are set out in this Code.

B. Data Protection and PDPA Compliance Audits

Audits on the level of data protection and PDPA compliance should be carried out at annually to review the effectiveness and success of the technical and organizational data protection measures im plemented. Such audits may be carried out internally by the DPO or by an independent external third party approved by Zimplistic management. The basis for establishing the level of data protection shall be the legal and corporate policy requirements as well as the requirements of this Code of Conduct.

C. Technical, Organizational and Employee-Related Measures

Appropriate confidentiality undertakings shall be agreed in writing with employees when commenc ing their work within the company. In addition, appropriate technical and organizational measures for handling personal data shall be established for the company processes and Information Technology systems.

Such measures shall include:

i. Preventing unauthorized persons from gaining access to data processing systems on which personal data are processed or used (physical access control);

ii. ensuring that data processing systems cannot be used by unauthorized persons (denial-of-use con trol);

iii. ensuring that those persons authorized to use a data processing system are able to access exclu sively those data to which they have authorized access and that personal data cannot, during process ing or use or after recording, be read, copied, altered or removed by unauthorized persons (data access control);

iv. ensuring that, in the course of electronic transmission or during their transport or recording on data carrier, personal data cannot be read, copied, altered or removed by unauthorized persons, and that it is possible to examine and establish where personal data are to be transmitted by data transmission equipment (data transmission control);

v. ensuring that it is possible retrospectively to examine and establish whether and by whom personal data have been entered into data processing systems, altered or removed (data entry control);

vi. ensuring that personal data which are processed by contractors and/or subcontractors can only be processed in conformance with the instructions of the ordering party (contractor/subcontractor con trol);

vii. ensuring that personal data are protected against accidental destruction or loss (availability con trol);

viii. ensuring that relevant data protection agreements are signed with vendors and service providers;

6. Access and Correction

A. Access

Every individual has the right at any time to contact Zimplistic’s DPOs with questions and complaints regarding their personal data.

Every individual may at any time request information from Zimplistic concerning:

i. his or her personal data within Zimplistic’s possession; ii. how Zimplistic has used or disclosed his personal data within the prior 1 year; and iii. corrections to be made.

The relevant information should be made available to the enquirer in an understandable form within a reasonable period of time. This should generally be done in writing or electronically. Administrative fees will apply accordingly.

B. Correction

Individuals may at any time request that the responsible company corrects the personal data recorded on them insofar as such data is incomplete and/or incorrect.

C. Withdrawal of Consent

Individuals can withdraw consent for Zimplistic to use of his/her personal data at any time. This right to withdraw consent still applies in the event that the individual had previously consented to the use of his/her personal data.

7. Retention

Personal data can only be retained so long as one or more of the purposes for which it was collected remains valid or until consent withdrawn in writing.

8. Data Protection Process Management/Responsibilities

A. Responsibilities

Zimplistic and the appointed DPOs shall be obliged to guarantee compliance with the requirements of the PDPA and with the provisions of this Code of Conduct.

The DPOs shall be informed without delay about any breaches (including suspicion of a breach).

B. Supervisory and Consultation Duties

The DPOs shall be responsible for monitoring compliance with the PDPA, any other applicable govern ment regulations and with this Code of Conduct.

C. Employee Training and Commitment

Zimplistic’s employees shall be sufficiently trained with regard to the PDPA and application of this Code of Conduct.

Zimplistic’s employees shall be informed that if they breach this Code of Conduct or cause Zimplistic to have a data breach, they are liable to be punished by Zimplistic, whether or not their actions were intentional. Severity of the punishment will be determined on a case to case basis by Zimplistic’s man agement, but may include, issuing of Letter of Warnings and even dismissal from Zimplistic.

D. Cooperation with the Personal Data Protection Commission (“PDPC”)

Zimplistic agree to respond to enquiries by the PDPC within a reasonable period of time and to a rea sonable extent and to follow any and all of PDPC’s recommendations.

Appendix 3: Data Protection Agreement

Zimplistic Pte Ltd and Group of Companies (“Zimplistic”) Data Protection Agreement

1. This Agreement relates to all personal data (“Personal Data”), at any time and from time to time, acquired by or supplied to the recipient as named below (“Recipient”) or its Authorised Recipients by Zimplistic or its Connected Persons (whether orally, in writing, electronically or in any other form) in connection with the Recipient’s work for Zimplistic and/or the Recipient’s dealings and interactions with Zimplistic. In this Agreement:

(a) “Authorised Recipients” mean in relation to the Recipient, its officers, employees, advisers, agents, interns, consultants, sub-contractors and representatives who strictly need access to the Personal Data; and

(b) “Connected Persons” mean the officers, employees, advisers, agents and representatives of Zimplis tic.

2. In consideration of the disclosure of the Personal Data by Zimplistic, the Recipient, agrees with and undertakes to Zimplistic that except with the prior written consent of Zimplistic, it shall:

(a) read and agree to abide by the obligations and requirements listed in Zimplistic’s Internal Privacy Policy and Code of Conduct for Handling and Processing of Third Party Personal Data;

(b) use the Personal Data only for the purpose for which the Personal Data was provided for;

(c) hold the Personal Data in strict confidence and shall not disclose the Personal Data to any person other than an Authorised Recipient; and

(d) inform each Authorised Recipient of the confidential nature of the Personal Data and the restric tions imposed by this Agreement and it shall use its best endeavours to cause all Authorised Recipi ents to comply with the restrictions imposed by this Agreement (as if they were named in place of the Recipient) and shall be responsible for any breach by an Authorised Recipient, whether such breach occurs during or after the Authorised Recipient’s employment with or engagement by the Company.

3. The Recipient and its Authorised Recipients shall destroy or return to Zimplistic, on demand, any document containing any Personal Data and any copy which may have been made, and use its best endeavours to expunge all Personal Data from any computer, word processor or other device contain ing any Personal Data. Any destruction of Personal Data shall, at the request of Zimplistic be certified in writing by an authorised officer supervising it.

4. Without prejudice to any of the foregoing confidentiality agreements, the Recipient’s attention is also drawn to the need to safeguard the integrity of the Personal Data and/or records and/or informa tion acquired and/or accessed by and/or disclosed/supplied to the Recipient in the course of its work for Zimplistic (the “Data”).

5. The Recipient undertakes to ensure that the integrity of the Data is not compromised and/or af fected and/or prejudiced and will take all necessary measures to ensure that this Agreement is not breached. The Recipient shall also use all its best endeavours to cause any other person who is author ized by the Recipient to have access to the Data (“Authorised Person”) to comply with the obligations imposed by this Agreement and the Recipient shall be responsible for any breach by the Authorised Person.

6. In the event of a breach by the Recipient of this Agreement, the Recipient agrees to indemnify Zimplistic for all losses, damages or costs occasioned by the breach. The Recipient further agrees that a breach of this Agreement would cause irreparable harm to Zimplistic of which monetary damages would not be a suitable remedy and in the event of such Breach, Zimplistic shall be entitled to equita ble relief (including injunctive relief).

7. If any provision of this Agreement is held to be void, illegal or unenforceable, then such provision shall (so far as it is invalid or unenforceable) be given no effect and deemed not to be included in this Agreement without invalidating any of the remaining provisions.

8. This Agreement shall be governed by, and construed in accordance with, the laws of the Republic of Singapore. In any legal action or proceedings arising out of this Agreement, Zimplistic and the Recipi ent each irrevocably submits to the non-exclusive jurisdiction of the courts of Singapore.

ACKNOWLEDGEMENT

ACKNOWLEDGMENT

Where to look further?

This handbook is here to give you the highlights and give you a picture of our policies and procedures. You can feel free to walk upto the HR to know any further details.

Acknowledgement of Receipt of Employee Handbook

This section will form the acknowledgment of receipt of the Employee Handbook. As an Employee, you agree to:

Have received the current company employee handbook and have read and understand the mate rial covered;

Have gone through and acknowledge the links mentioned under Appendix 1 &2

Have had the opportunity to ask questions about the policies in this handbook and understand that any future questions that might arise about the handbook or its content will be answered by either HR or direct line manager;

Agree to and will comply with the policies, procedures, and other guidelines set forth in the hand book;

Understand that the Company reserves the right to change, modify, or abolish any or all

Of the policies, benefits, rules, and regulations contained or described in the handbook as it deems appropriate at any time, with or without notice;

Acknowledge that neither the handbook nor its contents are an express or implied contract regard ing my employment.

Signature:

ZIMPLISTIC PTE LTD.

83 SCIENCE PARK DRIVE, THE CURIE #04/03-04 SINGAPORE, 11858

WWW.ROTIMATIC.COM